Providing a thoughtfully designed paid employee leave program can make all the difference in providing your people the support they need in the moments when they need it most. Yet employee leave is complicated. Until now, few companies have published their policies publicly, making it difficult for People teams to design policies robust to each employee’s unique circumstances.
We are grateful to our customer theSkimm for creating the #showusyourleave challenge. Their call was answered by 500+ People teams. Sparrow’s team of leave experts built upon this data to provide actionable insights.
Report Excerpt
Findings
While 85% of companies offering primary caregiver leave also offer secondary caregiver leave, less than 4 in 10 offer pregnancy loss or fertility leave. In addition, fewer than half maintain a formal transition back to work plan program.
Our take
It makes sense that a high percentage of employers that offer primary caregiver leave would also offer secondary. While it’s interesting only 4 in 10 offer support for pregnancy loss or fertility leave, fewer than half indicated they have a transition back to work plan. Businesses need to be cognizant that while it’s critical to offer paid leave benefits, they should also intend to bring that employee back into the workforce. More companies need to consider how they do that exactly, especially, when roles and responsibilities have shifted during that person’s leave.
